Do you agree or disagree with this post? Technology, strategy, size, and environment are among the factors that influenc
Posted: Mon May 30, 2022 5:41 pm
Do you agree or disagree with this post?
Technology, strategy, size, and environment are among the
factors that influence leaders’ choice of organization
structure (Schulman, 2020). The leaders must consider the
technology to be used in the organization before choosing the
structure. Mass production technology would lead to the choice of
the mechanistic organizational structure, while organic structure
would be appropriate with small-scale production technology (Jones
& George, 2007). The strategy would determine the activities or
the course of action that would influence the choice of
organizational structure. Sizes influences structure in that large
firms have intense specialization; this would influence the choice
of decentralization structures as compared to a small-sized
organization. The effects of the environment, on the other side,
affect the choice of the organizational structure. A mechanistic or
closed environment would be the most suitable.
Functional structure- organizes workers. They are placed in
various groups of different roles, skills, and knowledge. An
example includes the Amazon Corporate structure.
Division structure- People are grouped based on the
service/product they provide, not the work they do. An example is
the McDonald’s Corporation (Jones & George,
2007).
Matrix structure- The employees have dual reporting
relationships with the functional manager and the product manager;
the reporting relationships are set up as a matrix. An Example is
the Starbucks organization.
Flat structure- There is no middle management, and the workers
are involved in all activities and impact decision-making due to
low, middle management (Schulman, 2020).
The specific structure implemented at Bombas is a flat
structure. This is because workers are allowed to involve in all
activities and have a greater impact on decision-making
processes.
The flat organizational structure has enabled the employees to
behave in a way that contributes to the organization's success.
They are allowed to participate in the decision-making process and
hence behave in a way that contributes to the achievement of the
company's mission of helping the needy (Schulman, 2020). The
company's culture is a passion for helping the needy and giving
back to society. This has enabled the employees to behave in a
manner that is associated with promoting donations and caring for
needy families (Jones & George, 2007). Bombas encourage the
employees to consider helping those who are in need. They do so by
"Giving 101" rules, and the new hires dispense free socks to the
neighborhood. The structure and culture have encouraged team spirit
among members. They have formed "Hive members" on a collective
mission to help the needy.
Intrinsically motivated behavior is exhibited by an employee
when they find tasks interesting and get satisfaction from
performing the task (Schulman, 2020). The potential source at
Bombas would be the passion and interest in working to help the
needy. An example is where all workers at the Bombas are internally
motivated to work and produce the best to help the needy.
Extrinsically motivated behaviors in employees occur when the
external forces or rewards force the employee to behave in a
particular manner (Jones & George, 2007). The potential source
at Bombas would be collaboration and teamwork among the employees.
An example is when the employees work together as a result of team
members' collaboration and remain motivated.
Prosocially motivated behavior is the kind of behavior that
employees engage in to benefit or satisfy other people, such as
managers and business owners. The potential source would be working
to please the managerial staff. An example is when the workers at
Bambas work according to the instructions of the managerial staff
to please them.
References:
The Muse. (2021). Bombas. Daily Muse Inc.
https://www.themuse.com/profiles/bombas
Technology, strategy, size, and environment are among the
factors that influence leaders’ choice of organization
structure (Schulman, 2020). The leaders must consider the
technology to be used in the organization before choosing the
structure. Mass production technology would lead to the choice of
the mechanistic organizational structure, while organic structure
would be appropriate with small-scale production technology (Jones
& George, 2007). The strategy would determine the activities or
the course of action that would influence the choice of
organizational structure. Sizes influences structure in that large
firms have intense specialization; this would influence the choice
of decentralization structures as compared to a small-sized
organization. The effects of the environment, on the other side,
affect the choice of the organizational structure. A mechanistic or
closed environment would be the most suitable.
Functional structure- organizes workers. They are placed in
various groups of different roles, skills, and knowledge. An
example includes the Amazon Corporate structure.
Division structure- People are grouped based on the
service/product they provide, not the work they do. An example is
the McDonald’s Corporation (Jones & George,
2007).
Matrix structure- The employees have dual reporting
relationships with the functional manager and the product manager;
the reporting relationships are set up as a matrix. An Example is
the Starbucks organization.
Flat structure- There is no middle management, and the workers
are involved in all activities and impact decision-making due to
low, middle management (Schulman, 2020).
The specific structure implemented at Bombas is a flat
structure. This is because workers are allowed to involve in all
activities and have a greater impact on decision-making
processes.
The flat organizational structure has enabled the employees to
behave in a way that contributes to the organization's success.
They are allowed to participate in the decision-making process and
hence behave in a way that contributes to the achievement of the
company's mission of helping the needy (Schulman, 2020). The
company's culture is a passion for helping the needy and giving
back to society. This has enabled the employees to behave in a
manner that is associated with promoting donations and caring for
needy families (Jones & George, 2007). Bombas encourage the
employees to consider helping those who are in need. They do so by
"Giving 101" rules, and the new hires dispense free socks to the
neighborhood. The structure and culture have encouraged team spirit
among members. They have formed "Hive members" on a collective
mission to help the needy.
Intrinsically motivated behavior is exhibited by an employee
when they find tasks interesting and get satisfaction from
performing the task (Schulman, 2020). The potential source at
Bombas would be the passion and interest in working to help the
needy. An example is where all workers at the Bombas are internally
motivated to work and produce the best to help the needy.
Extrinsically motivated behaviors in employees occur when the
external forces or rewards force the employee to behave in a
particular manner (Jones & George, 2007). The potential source
at Bombas would be collaboration and teamwork among the employees.
An example is when the employees work together as a result of team
members' collaboration and remain motivated.
Prosocially motivated behavior is the kind of behavior that
employees engage in to benefit or satisfy other people, such as
managers and business owners. The potential source would be working
to please the managerial staff. An example is when the workers at
Bambas work according to the instructions of the managerial staff
to please them.
References:
The Muse. (2021). Bombas. Daily Muse Inc.
https://www.themuse.com/profiles/bombas